Each country or region’s labor market is a bit different, and each will likely vary wildly from those with which decision-makers are familiar. The European labor market is no exception. While it’s certainly true that Europe has increasingly become a hunting ground for top talent from countries all over the world, it still brings with it a wide range of (dis)advantages as well as challenges.
Navigating the European Labor Market: What You Need to Know
Perhaps one of the most notable disadvantages of recruiting talent in Europe has to do with the continent’s scope and scale; Europe itself is made up of dozens of countries, 28 of which make up the European Union. EU citizens can travel and work without limitations, but that isn’t true everywhere; organizations can expect variations in terms of expectations, recruitment, human resources, legal procedures, and other rules that need to be managed while already expanding into a new territory as well.
Decision-makers should also keep in mind that there is no actual European recruitment standard to speak of, meaning that there is no “one right way” to source and hire employees; many local markets don’t even have a local standard. This, too, will only add to the delicate nature and complexity of this process. Teaming up with an experienced local partner for administrative support (like an International Professional Employer Organization) can help mitigate risks and simplify a challenging process.
That’s not to say that there aren’t significant advantages of recruiting talent in Europe—because there very much are. Experts agree that targeting non-EU citizens living in Europe should likely be a top priority, as it will make it easier to arrange necessary events like face-to-face interviews, and candidates will already have the right expectations about what living in the European Union is like.
Much of this has to do with the fact that long distance relocation is now a more attractive option than ever for workers in Europe. However, employers should consider developing attractive relocation packages—something that has become increasingly popular with talent and that, as a result, is more important than ever.
Typically, these relocation packages include visa support, one-way flights (either for the employee or for their whole family), housing support, on-site assistance, financial aid, and other job-specific factors. Financial aid in particular can be very attractive for ideal candidates, as they may be willing relocate, but might not have the means to do so. By covering their moving expenses (and even offering financial assistance for things like furniture and home appliances in addition to air fare), employers are therefore making an ideal outcome more likely as they are creating a mutually beneficial situation.
Grow Your Global Workforce with an Experienced Expansion Partner
Talent is more willing than ever to relocate for work, including short- and long-term assignments, as well as permanent setups. These shifting attitudes in relocation work in favor of both the employer and employee—especially if an attractive benefits or relocation package is part of the mix. However, there are still challenges when hiring across borders.
Velocity Global has helped hundreds of organizations realize their global expansion goals, whether sourcing top-tier global talent, or expanding into new, unfamiliar markets.
With capabilities in more than 185 countries, our International Professional Employer Organization (PEO) solution provides expanding businesses with the dedicated support they need to plan and execute a global expansion—no matter where that expansion may lead.
Want to learn more about how Velocity Global can help you source and secure the right talent in the European labor market and help your organization reach its global expansion objectives?